Statutory Sick Pay (SSP): Quick Definition

Statutory Sick Pay (SSP) is the minimum amount an employer in the UK must pay an employee when they are unable to work due to illness or injury. As of April 2025, the SSP rate is £116.75 per week, paid for up to 28 weeks (GOV.UK). SSP is a legal entitlement — not a company perk — and applies to most employees who meet the eligibility criteria.

If you run a business with employees in the UK, you are legally required to pay SSP when it is due. Failing to do so can result in enforcement action from HMRC.

Key Takeaways

• SSP is the legal minimum sick pay in the UK: £116.75 per week as of April 2025.
• Employees must earn at least the Lower Earnings Limit (£123/week in 2025) to qualify.
• SSP is payable from the fourth day of illness — the first three days are unpaid (called “waiting days”).
• SSP is payable for a maximum of 28 consecutive weeks.
• Many employers offer enhanced sick pay above the statutory minimum.

Who Is Eligible for SSP?

Not every worker qualifies for SSP. The eligibility criteria are specific.

Criteria	Detail
Employment status	Must be classified as an “employee” (not self-employed or a contractor)
Earnings threshold	Must earn at least £123 per week (the Lower Earnings Limit for 2025)
Notification	Must notify the employer of illness within the required timeframe (usually within 7 days)
Fit note	Must provide a fit note from a GP if off work for more than 7 consecutive days

Workers who do not earn enough to meet the Lower Earnings Limit are not entitled to SSP. However, employers may choose to pay them at the SSP rate voluntarily — this is called “contractual sick pay” and is at the employer’s discretion.

How SSP Works

Waiting Days

The first three days of illness are called “waiting days.” SSP does not begin until the fourth consecutive day of absence. If you are off work on Monday, Tuesday, and Wednesday, SSP starts on Thursday.

There is one exception: if you have had a SSP-triggering absence within the previous 56 days (8 weeks), waiting days do not apply, and SSP starts from day one of the new absence.

Example Calculation

An employee earning £400 per week falls ill and is off work for 10 consecutive days (two working weeks):

• Days 1–3: No SSP (waiting days)
• Days 4–10: SSP paid at £116.75 per week

Total SSP payable for this absence: £116.75 (one week’s worth).

Duration

SSP is payable for a maximum of 28 consecutive weeks. After 28 weeks, SSP stops. If the employee is still unable to work, they may need to apply for Employment and Support Allowance (ESA) or Universal Credit.

SSP Rate History

The SSP rate changes periodically. Here is recent history:

Period	Weekly SSP Rate
April 2025 – present	£116.75
April 2024 – March 2025	£109.40
April 2023 – March 2024	£109.40
April 2022 – March 2023	£99.35

The rate is reviewed annually and typically announced alongside the National Living Wage update. Employers must apply the current rate when the absence occurs, not the rate in effect when the employee started working.

Employer Obligations

Calculating and Paying SSP

You must calculate SSP correctly and pay it on the employee’s normal payday. Do not delay payment because the employee has not yet returned — SSP is due on the scheduled pay date.

SSP is not paid on the first three waiting days. If the employee’s absence spans only three days or fewer, you owe nothing. If it exceeds three days, you owe SSP from day four.

Recording SSP

Keep records of:

• The dates of each absence
• Whether waiting days applied
• The SSP amount paid
• The date SSP commenced and ended
• Any fit notes received

HMRC can audit your SSP records. Retain them for at least three years after the end of the tax year.

Contractual Sick Pay (Enhanced)

Many employers offer sick pay above the statutory minimum. This is a contractual obligation, not a legal one. If your employment contract promises “full sick pay for 12 weeks,” you must pay your contractual rate during those 12 weeks. After that, SSP applies for the remaining 16 weeks.

Check your contracts carefully: if an employee’s contractual sick pay exceeds SSP, the SSP amount is effectively incorporated into the contractual payment. You do not need to pay both.

Can an Employee Be Dismissed for Long-Term Sickness?

Yes, but dismissal must follow a fair process. The employee may be protected under the Equality Act 2010 if their illness constitutes a disability. Before dismissing for long-term sickness absence, you should:

1. Obtain medical evidence and fit notes
2. Consult with the employee about their expected return date
3. Consider reasonable adjustments or alternative roles
4. Follow your absence management policy
5. Give the employee an opportunity to respond

Unfair dismissal claims related to sickness absence are common and can be costly. Follow a structured process and document every step.

Frequently Asked Questions

What is the current SSP rate in the UK?

As of April 2025, the statutory sick pay rate is £116.75 per week. This is set by the UK government and reviewed annually. Your employer must pay at least this amount if you are eligible, though many employers pay more under their own sick pay policy.

How many days of sick pay do I get before SSP kicks in?

There are three waiting days. SSP begins on the fourth consecutive day of illness. However, if you have had a qualifying SSP absence within the previous 56 days, there are no waiting days and SSP starts from day one.

Can my employer refuse to pay SSP?

Only if you do not meet the eligibility criteria — for example, your earnings fall below the Lower Earnings Limit, or you failed to notify your employer of the illness within the required timeframe. Employers cannot refuse SSP for arbitrary reasons. If you believe SSP has been wrongly withheld, contact HMRC.

Does SSP apply to self-employed workers?

No. SSP only applies to employees. Self-employed individuals may be eligible for Employment and Support Allowance (ESA) or should check whether they have income protection insurance.

What happens after 28 weeks of SSP?

SSP stops after 28 weeks. If you are still unable to work, you may be eligible for Employment and Support Allowance (ESA) or Universal Credit. Your employer is not obligated to continue paying sick pay beyond the 28-week statutory period unless your contract provides for it.